Your Rights

The National Labor Relations Act provides and enforces employees right to form, join or assist a Union in organizing a Union. For more information regarding your Federal Rights to Organize, please click here to visit the Federal government's website.

Unfortunately, many Americans do not understand or know that employees have the right to boldly and openly organize and form a Union at their work. When employees are working to form a union at your work location, there are certain things your employers cannot, by law, ask you about, threaten you with, or comment on. The National Labor Relations Act enforces any of the below illegal violations.

28 Things That Your Employer Cannot Do

Any of the acts listed below constitutes a violation of the National Labor Relations Act:

Attend any Union meeting, park across the street from a Union meeting, or engage in any undercover activity which would indicate that the employees are being kept under surveillance to determine who is and who is not participating in forming the Union.

Tell employees that the Company will fire or punish employees if they support or engage in Union activity.

Lay off, discharge or discipline any employee for Union activity.

Grant employees wage increases, special concessions or benefits in order to keep the Union out.

Bar employee-Union Representatives from soliciting employees membership on or off Company property during non-working hours.

Ask employees what they think about the Union or a Union Representative.

Ask employees how they intend to vote in a Union election.

Ask employees about Union matters, meetings, etc.

Threaten employees with reprisal for participating in Union activities. For example, threaten to shut down a facility, or close the business, curtail operations or reduce employee's benefits.

Promise benefits to employees if they reject the Union.

Give financial support or other assistance to a Union.

Announce that the Company will not deal with the Union.

Threaten to close or actually do close or move a business in order to avoid dealing with a Union.

Ask an employee, during the hiring interview, about his or her affiliation with a labor organization or how that individual feels about unions.

Ask employees whether or not they belong to a Union or have signed a Union card for Union representation.

Act in a way that might show preference for an anti-union employee.

Make distinctions between pro-union and anti-union employees when assigning work assignments or overtime.